Jaap Paauwe
Biographic Data
| ID | 3469842 |
|---|---|
| NAME | Jaap Paauwe |
| GIVEN NAMES | Jaap |
| FAMILY NAME | Paauwe |
| SIGNATURE | PAAUWE J |
| AFFILIATIONS | Erasmus School of Health Policy and Management (ESHPM) Erasmus University Rotterdam Rotterdam The Netherlands |
| ORCID | 0000-0003-3633-9607 |
| VERIFIED | Yes |
| TOTAL WORKS | 8 |
| TOTAL CITATIONS | 0 |
| AUTHOR COUNT | 8 |
| EDITOR COUNT | 0 |
| FIRST PUBLICATION YEAR | 2004 |
| LATEST PUBLICATION YEAR | 2023 |
| H-INDEX | 0 |
Human resource management in the age of generative artificial intelligence: Perspectives and research directions on ChatGPT
ChatGPT and its variants that use generative artificial intelligence (AI) models have rapidly become a focal point in academic and media discussions about their potential benefits and drawbacks across various sectors of the economy, democracy, society, and environment. It remains unclear whether these technologies result in job displacement or creation, or if they merely shift human labour by generating new, potentially trivial or practically irr…
Trust in older persons: A quantitative analysis of alignment in triads of older persons, informal carers and home care nurses
Self-management by older persons could be influenced by the level of trust found in triads of informal carers, formal care providers and care recipient, the older person. Little research has been done on care providers' trust in older persons. This study aims to explore the level of trust that informal carers and home care nurses have in older persons, the extent of alignment in triads and the relationship between trust in older persons and self-…
The different perspectives of patients, informal caregivers and professionals on patient involvement in primary care teams. A qualitative study
BACKGROUND: Patient involvement in the decision-making process, especially for chronically ill elderly patients, has become an important element of patient-centred primary care in many countries, including the Netherlands. This study openly explores different perspectives of patients, informal caregivers and primary care professionals on patient involvement in primary care team interactions. METHODS: Sixty-four qualitative semi-structured intervi…
Employee Well‐being and the HRM–Organizational Performance Relationship: A Review of Quantitative Studies
There is a lack of consensus on the role of employee well‐being in the human resource management–organizational performance relationship. This review examines which of the competing perspectives –‘mutual gains’ or ‘conflicting outcomes’– is more appropriate for describing this role of employee well‐being. In addition, this review examines whether study attributes such as the measurement of key variables, the level of analysis and the study design…
HRM and Performance
This title adopts a broad perspective that takes into account not only the strategic dimension of human resources management (HRM), but the professional and societal dimension. It combines academic research with a focus on practical conclusions and recommendations.
A Contextually Based Human Resource Theory
This chapter introduces its own model of the Contextually Based Human Resource Theory (CBHRT) through utilizing insights that have been derived in the previous chapters for establishing the design parameters for this model. As the chapter explores the model in terms of strategy, context, and performance, it also discusses the fundamental theoretical factors of the model. The chapter examines the model itself, provides an in-depth discussion of it…
Epilogue
The theoretical model of the CBHRT — which includes factors such as industrial relations, strategy, human resource management, and performance — was proved to have value on the sectoral, individual organization, and international comparative levels. In attempting to achieve the balance between social justice and competitiveness to further the uniqueness of HRM, this book has tried to illustrate some practical insights on HR roles and introduce th…
HRM and Strategy: Does It Matter?
According to Delery and Doty, there are three different approaches to HRM — universalistic, configurational, and contingent. When considering these and the relatively confusing evidence that either reject or support these perspectives, the need arises to clarify whether strategy at both business and corporate levels matter. Also, in the context of the link between performance and HRM, it is important to note in what sense strategy matters. This c…
No prominent works on this page.
HRM and Performance
This title adopts a broad perspective that takes into account not only the strategic dimension of human resources management (HRM), but the professional and societal dimension. It combines academic research with a focus on practical conclusions and recommendations.
A Contextually Based Human Resource Theory
This chapter introduces its own model of the Contextually Based Human Resource Theory (CBHRT) through utilizing insights that have been derived in the previous chapters for establishing the design parameters for this model. As the chapter explores the model in terms of strategy, context, and performance, it also discusses the fundamental theoretical factors of the model. The chapter examines the model itself, provides an in-depth discussion of it…
Epilogue
The theoretical model of the CBHRT — which includes factors such as industrial relations, strategy, human resource management, and performance — was proved to have value on the sectoral, individual organization, and international comparative levels. In attempting to achieve the balance between social justice and competitiveness to further the uniqueness of HRM, this book has tried to illustrate some practical insights on HR roles and introduce th…
HRM and Strategy: Does It Matter?
According to Delery and Doty, there are three different approaches to HRM — universalistic, configurational, and contingent. When considering these and the relatively confusing evidence that either reject or support these perspectives, the need arises to clarify whether strategy at both business and corporate levels matter. Also, in the context of the link between performance and HRM, it is important to note in what sense strategy matters. This c…
Employee Well‐being and the HRM–Organizational Performance Relationship: A Review of Quantitative Studies
There is a lack of consensus on the role of employee well‐being in the human resource management–organizational performance relationship. This review examines which of the competing perspectives –‘mutual gains’ or ‘conflicting outcomes’– is more appropriate for describing this role of employee well‐being. In addition, this review examines whether study attributes such as the measurement of key variables, the level of analysis and the study design…
The different perspectives of patients, informal caregivers and professionals on patient involvement in primary care teams. A qualitative study
BACKGROUND: Patient involvement in the decision-making process, especially for chronically ill elderly patients, has become an important element of patient-centred primary care in many countries, including the Netherlands. This study openly explores different perspectives of patients, informal caregivers and primary care professionals on patient involvement in primary care team interactions. METHODS: Sixty-four qualitative semi-structured intervi…
Trust in older persons: A quantitative analysis of alignment in triads of older persons, informal carers and home care nurses
Self-management by older persons could be influenced by the level of trust found in triads of informal carers, formal care providers and care recipient, the older person. Little research has been done on care providers' trust in older persons. This study aims to explore the level of trust that informal carers and home care nurses have in older persons, the extent of alignment in triads and the relationship between trust in older persons and self-…
Human resource management in the age of generative artificial intelligence: Perspectives and research directions on ChatGPT
ChatGPT and its variants that use generative artificial intelligence (AI) models have rapidly become a focal point in academic and media discussions about their potential benefits and drawbacks across various sectors of the economy, democracy, society, and environment. It remains unclear whether these technologies result in job displacement or creation, or if they merely shift human labour by generating new, potentially trivial or practically irr…
Computer Science (6 works) · Business (4 works) · Context (archaeology) (4 works) · Economics (4 works) · Human resource management (4 works) · Knowledge management (4 works) · Political science (4 works) · Psychology (4 works) · Engineering (3 works) · Global and Cross-Cultural Management (3 works)